Darren Saul

What if scaling your MSP didn't have to mean sacrificing quality? Here are three strategies to help you grow sustainably: - Build adaptable teams with future-proof skills. - Use modular recruitment solutions tailored to your needs. - Ensure cultural alignment to maintain service quality. If you need guidance on scaling with confidence, let's discuss how to build a team that grows with you! #Hiring #Recruitment #Tech #AI #MSP #Tech

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🤖 The cyber arms race is on — is Australia falling behind? Threats are growing faster than talent pipelines. We’re seeing demand soar for Security Architects, GRC Specialists, and CISOs, but the local market simply can’t keep up 😮‍💨 The result? 💰 Salaries are climbing 👨🏻‍🔧 Contractors are in higher demand 🥊 Businesses are competing for the same few skilled professionals It’s not just a hiring challenge — it’s a capability crisis. #CyberSecurity #TechTalent #HiringTrends #NTPInsights #Leadership #FutureOfWork

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🚀 Defence is going big on cloud and enterprise tech, locking in another $495 million deal for Microsoft Azure over the next five years. Azure will play a central role in hosting Defence’s SAP-based ERP platform—now live with modules for logistics, maintenance, finance and procurement—and supporting the expanding Microsoft 365 environment, known internally as Vera. 💰 This new Azure commitment replaces the previous $107 million, three-year deal and runs alongside some recent spends: • $59 million for Citrix services over three years • $11 million for a one-year Oracle deal And don’t forget, AWS is still front and centre for classified cloud work, with over $2 billion committed for ASD’s Top Secret Cloud. The message is clear: Defence is going hard on multi-cloud, balancing secure, classified capability with enterprise flexibility. https://lnkd.in/gb6m-V67

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𝗔𝘂𝘀𝘁𝗿𝗮𝗹𝗶𝗮’𝘀 𝗰𝘆𝗯𝗲𝗿 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗶𝗺𝗯𝗮𝗹𝗮𝗻𝗰𝗲 𝗶𝘀 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝘁𝗼𝘂𝗴𝗵 𝘁𝗼 𝗶𝗴𝗻𝗼𝗿𝗲. I’m finalising a report on Australia’s SOC workforce (releasing soon), and one thing stood out: as an industry, we’re 𝘷𝘦𝘳𝘺 top-heavy... 📊 4.4% of the SOC workforce have 1–2 years’ career experience 📊 0.6% have less than 1 year 📊 54% have 10+ years That’s not a shortage, that’s an imbalance. Junior intake is low. Knowledge is concentrated. When people leave, capability leaves too. And SOC is just one snapshot. Similar patterns exist in other cyber job families. I get it. Budgets are tight. Most cyber leaders I speak with are being asked to do more with less. Hiring one proven senior analyst at $150k can feel more bang for your buck than bringing on two juniors at $80k a pop, each of whom will need time, training, and mentoring. 𝗕𝘂𝘁 𝘁𝗼𝗱𝗮𝘆’𝘀 𝗲𝗻𝘁𝗿𝘆-𝗹𝗲𝘃𝗲𝗹 𝗮𝗻𝗮𝗹𝘆𝘀𝘁𝘀, 𝗲𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝘀, 𝗮𝗻𝗱 𝗰𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁𝘀 𝗮𝗿𝗲 𝘁𝗼𝗺𝗼𝗿𝗿𝗼𝘄’𝘀 𝗵𝗲𝗮𝗱𝘀 𝗼𝗳, 𝗹𝗲𝗮𝗱𝘀, 𝗮𝗻𝗱 𝗖𝗜𝗦𝗢𝘀. 𝗪𝗲 𝗷𝘂𝘀𝘁 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗴𝗶𝘃𝗲 𝘁𝗵𝗲𝗺 𝗮 𝘀𝘁𝗮𝗿𝘁. Credit where it’s due, there 𝘢𝘳𝘦 companies out there actively keeping the talent pipeline moving. I hate the term, but you know what I mean. Hats off to them. Sure, AI 𝘸𝘪𝘭𝘭 help with some of the workload, but it’s not a cure-all. It can’t replace lived experience, in the trenches, with a mentor who cares. If we want a resilient industry tomorrow, we need to start building it today. 💡 𝗛𝗼𝘄 𝗱𝗼 𝘄𝗲 𝗳𝗶𝘅 𝘁𝗵𝗶𝘀? 𝗖𝗮𝗻 𝘄𝗲? 𝗪𝗶𝗹𝗹 𝘄𝗲? 𝗗𝗼𝗲𝘀 𝗶𝘁 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗯𝗲 𝗳𝗶𝘅𝗲𝗱? #cybersecurity #hiring #infosec #cyberrecruitment

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So, Rimini Street’s announcement to extend support for ECC6 and S/4HANA through 2040 is welcome news… but let’s not get too comfortable. In a talent-short market like Australia, this extension can create a false sense of security. Yes, it buys time. But it also delays critical planning and puts pressure on a shrinking pool of SAP talent skilled in legacy systems. If you’re in tech leadership, now’s the time to: ✅ Revisit your SAP roadmap ✅ Future-proof your workforce ✅ Avoid a skills gap crisis in 3–5 years Short-term relief should never replace long-term strategy. #SAP #RiminiStreet #ERPStrategy #TechTalent #AustraliaTech #Transformation #ECC6 #S4HANA #DigitalPlanning

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“$200K really isn’t that much anymore in Sydney.” I've been resourcing for a senior cybersecurity sales role this past week and this has come up a few time. I konw it sounds a bit nuts to say, but honestly, they’re not wrong. A few years ago, a $200K salary meant you were killing it. Now? It means you can live comfortably IF you manage things carefully. Let’s put it in perspective: - $200K package = ~$140K after tax - That’s ~$11.6K/month - Rent or mortgage? $3.5K–$4.5K+ - Childcare? $2K+ - Living expenses (groceries, utilities, transport)? $2K–$3K - What’s left to save, invest, or enjoy? Not as much as you’d think. In a high-cost city like Sydney, the definition of "well-paid" is shifting fast, especially for mid-senior professionals, families, or those trying to build wealth. And it comes at a cost to business - either increase salaries and decrease profit margins, growth, OR lose out on high performing talent. It’s not about chasing more. It’s about acknowledging the new reality. What's your thoughts? #prontopeople #sales #salaries

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🔐💻 Cyber Security. Data. Technology. Still Missing in Action on Aussie Boards. Despite being mission-critical to business success in 2025: 🧠 Only 7% of Australian Board Directors have technology experience 💾 Just 4% come from an IT background 🛡️ Cyber security? Less than 1% 📊 Data & Analytics? So underrepresented, it hasn't even been formally reported on yet. 🚺 How many of that 7% are female? We don’t know as recent data isn’t available. However if we were to guess based on industry averages (28% female makeup in tech and 14% in leadership roles), it would be something like 0.98%. If you aren’t shocked by that number, you should be. Strategically, this is a problem for Aussie businesses. Here’s how it shows up: 🚩 Poor Risk Oversight Without cyber experts, boards underestimate threats, underfund defences, and over-rely on management spin when it matters most. 📉 Data Goes Underused or Untrusted Without data literacy, boards can't challenge AI use, ask the right questions, or ensure ethical and compliant use of data. 🧱 Innovation Gets Blocked at the Top Transformation efforts stall when boards don’t understand the risks or the upside. Fear wins, and stagnation sets in. ⚖️ Ethics & Compliance Blind Spots From privacy laws to AI ethics, issues are overlooked until regulators, media, or the public force action... Often too late. So, why is this happening? 🎩 Outdated Views of “Board-Ready” Directorships still go to ex-CEOs, CFOs, and lawyers. Brilliant cyber or data leaders rarely fit that mould, yet they deeply understand today’s risk landscape. 🧱 Status Quo Bias Boards favour the familiar. Ironically, that makes them more vulnerable, not less. 🔍 Tech Seen as Operational, Not Strategic Many boards still treat tech and data as back-office enablers rather than core drivers of value, trust, and resilience. 🕳️ No Pathways for STEM Leaders There’s not always a clear pathway for digital, data, or cyber leaders to get corporate governance experience. Tech leaders typically operate in different professional ecosystems so may not be as well connected to traditional boardroom networks. ✅ It’s time to challenge what “board-ready” really means. ✅ And it’s time to give tech, data, and cyber leaders the influence they need to shape resilient, future-focused organisations. ✅ Without Cyber, Tech & Data leaders in board chair roles, organisations risk flying blind in a digital storm. #CyberSecurity #DataLeadership #Boards #DigitalGovernance #ASX #STEMtoStrategy #ResponsibleAI #Innovation #BoardDiversity #RiskManagement

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The market continues to feel tough for IT Leaders sitting in that $250–$350K bracket. There’s no shortage of capable leaders. Strong track records, good people managers, commercially aware… yet many are struggling to get a proper look in. I’ve been thinking about what has helped some people cut through, outside of the usual apply and wait approach. A few things worth revisiting if you haven’t already… 1. Former direct reports People you led well often move on into new environments. They see roles forming early and they’re usually happy to vouch for leadership they trusted. 2. Past execs you worked closely with Not always about an immediate role. Sometimes it’s succession planning, sometimes it’s just staying front of mind. A coffee can go a long way. 3. Chairs and business leaders from earlier chapters Many sit across multiple boards. They often see needs coming before roles are defined. 4. Vendors and MSPs you treated well They see inside a lot of organisations. If you built genuine relationships, they can be an unexpected source of warm introductions. 5. Community or charity commitments you’ve been postponing Not networking events… just real environments where people talk without agendas. You never quite know who you’ll meet. None of this involves applying for an advert. It won’t suit everyone, but if the current approach isn’t shifting things, sometimes it’s worth mixing it up and leaning back into relationships you’ve already earned.

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🔐 Strengthen your cyber defences – Upskill your ICT team in the Essential Eight! Developed by the Australian Signals Directorate’s Australian Cyber Security Centre (ACSC) and delivered by TasTAFE, the Essential Eight Assessment Course is tailored for experienced ICT and cyber security professionals. Investing in this training will equip your organisation to: ✔ proactively manage cyber risk ✔ meet compliance requirements ✔ reduce reliance on external consultants This course helps ICT professionals: • understand the intent and application of ACSC’s Essential Eight mitigation strategies • learn to use ACSC designed assessment tools • accurately test the implementation of security controls • develop clear, actionable reports with improvement plans 🗓️ Upcoming course: 8 August 2025 - TasTAFE Campbell Street Campus. 👉 Find out more and apply: https://bit.ly/NONC0276A #cybersecurity #essential8 #tasmania

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Quick Summary of the Cyber Market in Australia (data from Dec 2025) Total job volume fell –15.6% YoY. GRC was the only major domain with YoY growth but still didn't take the #1 spot. It feels that Companies are hiring just enough GRC to stay out of trouble, not to mature risk practices Graduate roles (This is probably the most uncomfortable insight) Graduate roles: <1% of the market December grad roles: 0.3% Down 40% YoY The industry talks about talent shortages, but behaves like it has zero tolerance for training cost? Security Engineering is still the clear priority (now ~30% of the market once normalised). SecOps and GRC follow closely behind. Together, these three make up nearly three quarters of all cyber hiring. That tells me budgets didn’t disappear they were protected for people who build, defend, and keep organisations compliant. Strategy heavy and “nice to have” roles? Much harder to justify. By Region: YoY Market Share Movement New South Wales (NSW) Market share: 34.2% Previous: 38.0% YoY change: –3.8 percentage points Victoria Market share: 28.1% Previous: 22.5% YoY change: +5.6 percentage points Australian Capital Territory (ACT) Market share: 14.5% Previous: 14.5% YoY change: 0.0 percentage points Queensland Market share: 12.2% Previous: 14.4% YoY change: –2.2 percentage points Western Australia (WA) Market share: 6.1% Previous: 3.9% YoY change: +2.2 percentage points

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Yesterday I had the chance to speak at Cybercon's Careers Village - big thanks to Kelli Dienhoff and the Australian Information Security Association (AISA) team for inviting me☺️ My session, “Hack Your Job Search: How to stand out and get noticed,” covered 3 simple things: 💡How to make your CV reflect who you are and the impact you’ve made 🤖 The dos and don’ts of using AI in your job search 🌐 How to build connections and stay visible in the industry After the session, I chatted with a number of juniors and grads who are finding it hard to get a foot in the door - sending out countless applications and hearing little back. What really stood out was their persistence and genuine enthusiasm for the field, even when it feels tough If you’re in a position to hire, take a moment to reply to that message, review that resume, or make that intro - it might make a bigger difference than you think. #CyberCon2025 #AISA #CareersVillage #Cybersecurity

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I have been speaking to a lot of SF Admins recently (searching for 2 in Sydney, if you are looking 👀) and I am seeing more Apex on Admin CVs than ever before.. A lot of the CVs I am reading seem to be a real mix of Admin and Development, but when I have been looking for Admin’s who can genuinely code (and code well) in the past, it is always REALLY challenging. It’s also pretty rare that a client actually wants an Admin that codes, although it does happen sometimes. Having Apex written all over your CV as a Salesforce Admin isn’t doing you any favours, unless you really can code. More than ever, clients want Admin’s who can: 📍 Speak to the business (like really speak to them, build rapport, manage expectations, manage conflict, train, engage, empathise, tease out requirements etc..) 📍 Do declarative Salesforce work (including Flows) 📍 Follow best practice and make sure an Org is secure, well built and well maintained 📍 Work with a broad range of Salesforce products and 3rd party apps If I was an Admin struggling to find a role, these are the areas I would be continuing to upskill in and emphasising on my CV. Talent Hub Global #Salesforce #TalentHub

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🤖 AI Integration is Changing the Game AI is not taking jobs the way many people feared. It is actually creating a new wave of opportunities. Across Tasmania, more businesses are introducing tools like Microsoft Copilot, ChatGPT, and Power Automate into their workflows. What they need now are professionals who can bridge the gap between people and technology, those who know how to apply AI rather than build it. These roles focus on improving efficiency, automating tasks, and unlocking smarter ways to work. It is no longer about coding AI models. It is about integrating AI into everyday systems and helping teams use it effectively. The message is clear. Those who learn to work with AI will always have a place in the future of tech 🚀 #Hays #AI #Technology #Tasmania #Innovation #Automation #DigitalTransformation

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The MSP space in Australia isn’t getting any easier. From the chats I’ve been having, it’s clear that businesses are holding tight to their current providers. The cost and hassle of switching MSPs, onboarding, new promises, potential disruptions means most companies are sticking with what they know. Landing new clients is definitely getting tougher unless their current provider drops the ball, whether that’s through terrible service, a security breach, or failing to keep up with compliance and tech needs. It’s not just about being the best option or even the cheapest; you’ve got to be the only option when things go wrong, and ultimately bring more value to the table. Meanwhile, the bigger players with deeper pockets aren’t waiting for leads, they’re buying them. Acquisitions are picking up, with well funded MSPs swallowing up smaller ones to grow faster and lock in market share. So what’s the move if you’re not sitting on a war chest of cash? Double down on service , Clients might not leave for a slightly better deal, but they’ll jump ship if they’re frustrated enough. Security matters more than ever – With cyber threats growing, having a strong security offering makes you stickier. Efficiency is key – AI, automation, and smart processes are where MSPs can gain an edge. Find your niche – The more specialised you are, the harder you are to replace. (like me connecting MSPs with MSP talent) 😂 It’s a challenging market, but there are still plenty of opportunities. It just means working smarter, not harder, and showing the value you bring. How are you seeing things in the MSP space?

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